Post on 23-Jan-2018
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Global Recruiting
Trends 2017What you need to know about the
state of talent acquisition
Global Recruiting Trends Report | 2Global Recruiting Trends Report | 2
What’s in this report
1 Why read this?
2 Top 5 takeaways
3 How recruiting leaders perceive their teams
4 Key benchmarks and metrics to monitor
5 Where teams spend their budgets
6 The impact of employer branding
7 Looking ahead: Recruiting in 2020
8 Next steps
Global Recruiting Trends Report | 3Global Recruiting Trends Report | 3
Why read this?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Global Recruiting Trends Report | 4
Top 5 takeaways
Talent acquisition has a prominent
seat at the executive table.
Talent leaders feel confident that
their department is helping define the
future of their company. Over 83%
of them say talent is the number one
priority in their organization.
Global Recruiting Trends Report | 4
1
Recruiters will be even busier this year
and are focusing on quality of hire.
56% of leaders say that their team’s
hiring volume will increase and in order
to measure success they are focusing
on how long a new hire stays at the
company, hiring manager satisfaction,
and time to fill.
Budgets go to traditional tactics, but
branding tops investment wish list.
While nearly 70% of recruiting
budgets are spent on job boards,
recruiting tools, and staffing agencies,
talent leaders identify employer
branding as the #1 area where they
wish they could invest more.
Effective employer brand
messaging focuses on culture
and career growth.
Over 80% of leaders acknowledge
that employer branding has a
significant impact on their ability to
hire talent. Candidates reveal that
companies can pique their interest
if they talk about career growth,
company culture, and challenges.
Diversity, screening automation,
and data are key future trends.
Automating the screening and hiring
process in order to eliminate human bias
and time limitations will shape the future
of recruiting. Big enterprises focus more
on harnessing big data.
2 3
4 5
Global Recruiting Trends Report | 5Global Recruiting Trends Report | 5
How recruiting leaders
perceive their teams
Global Recruiting Trends Report | 6Global Recruiting Trends Report | 6
Recruiting departments
play a crucial role in the
company’s futureThe recruiting organization is not the flashiest department. It doesn’t directly bring in
revenue or create game-changing products. Yet, it is the quiet enabler behind these
company successes and this has not gone unnoticed. Talent and HR leaders have gained
a prominent spot at the C-suite table, driving decisions about the future of the company.
Talent and HR leaders say that:
Talent is #1 priority
at their company
83%They meet with
the C-suite regularly
83%Their team is key
to the company’s
workforce planning
75%
Global Recruiting Trends Report | 7Global Recruiting Trends Report | 7
Most recruiting teams won’t
grow this yearDespite the importance of recruiting, most leaders foresee that their team size won’t increase. This
means that as the hiring volume rises, recruiters need to get creative and automate their workflow.
The recruiting teams that are growing are focusing mostly on finding full life cycle recruiters and
employer branding specialists, indicating the increasing importance of the company’s image.
How will the size of your recruiting team change over the next year?
Stay the same
61%Increase
32%Decrease
5%
What roles would you like
to hire for on your team?
Recruiter
Employer branding specialist
Sourcer
HR generalist
Recruiting coordinator
33%
26%
25%
24%
19%
Global Recruiting Trends Report | 8Global Recruiting Trends Report | 8
Key benchmarks and
metrics to monitor
Global Recruiting Trends Report | 9Global Recruiting Trends Report | 9
Hiring volume will increase
for many companiesWhile the global numbers are very positive, this is the first time in five years when the
year-over-year growth is slowing down. This subtle cooling of the job market reflects
hiring slowdown in Brazil, China, and parts of Europe.
How do you expect your hiring volume to change over the next year?
39%
45%
60%61%
56%
2012 2013 2014 2015 2016
% of recruiters who say their hiring volume will increase
Global Recruiting Trends Report | 10
How hiring volume will increase
across the globe in 2017
58% U.S.
40% Brazil
45% Australia
62% Southeast Asia
76% India
50% China
58% UK
50% France
61% Germany
67% Mexico
Global Recruiting Trends Report | 11Global Recruiting Trends Report | 11
Quality of hire and time to hire
are still the true north metricsWhen it comes to measuring performance, recruiters focus on metrics that have a lasting
impact on the business. That is why different aspects of quality of hire (length of stay, hiring
manager satisfaction) dominate the list. It’s worth noting that larger companies selected time
to hire as their top metric, while businesses with under 200 employees overwhelmingly picked
length of time a new hire stays.
What are the top three ways you measure success in your role?
What is your average
time to hire?
The length of time new
hires stay at the company
1Time to hire: the time it
takes to fill a job requisition
2The satisfaction of the
hiring managers
3
30% < 1 month
50% 1-2 months
17% 3-4 months
Global Recruiting Trends Report | 12Global Recruiting Trends Report | 12
Sales, operations, and engineering
are the highest priority roles to fillThe demand for sales, operations and engineering talent is so prevalent that recruiting teams have to start thinking more strategically about
how to find and recruit these talent pools. Relying on data to pinpoint locations where the supply of talent is higher than the demand is a
crucial first step. Another successful tactic is targeting each of these functions with highly customized employer branding content.
What are the highest priority roles to fill at your company?
Sales
1Operations
2Engineering
3Information
technology
4Business
development
5
Learn more:
How LinkedIn’s talent pool reports can guide you where and how to recruit
Global Recruiting Trends Report | 13Global Recruiting Trends Report | 13
Employee referrals are the top
source of quality hiresThe stats below illustrate the rise and reign of employee referrals. It’s no surprise that more and
more companies are starting to develop programs like these, given that referred employees are
faster to hire, perform better, and stay longer in the company.
What are your top channels for quality hires?
48%
Learn more:
Why employee referrals are the best way to hire | How to post a job on LinkedIn
Employee referrals
Third-party website or online job boards
Social professional networks
A third-party recruiter/staffing firm
Internal hires
46%
40%
34%
28%
Global Recruiting Trends Report | 14Global Recruiting Trends Report | 14
Differentiating from the competition
is a top concern for recruitersWhen your team is strapped for resources and dealing with intense competition, focus on initiatives that can bring you
scale. One of the most effective ways to do that and differentiate from your competitors is to work on your employer
brand. Craft messaging that is the right blend between what your target candidates are looking for and the unique value
proposition of your company.
What are the top challenges your team is facing?
Competition
for talent
Learn more:
Read the 2016 Talent Trends Report to find what candidates rank as most important in a job
57%
Limited
budget
35%
Small recruiting
team
27%
Workforce
planning
27%
High turnover in
my company
23%
Global Recruiting Trends Report | 15Global Recruiting Trends Report | 15
Where recruiting teams
spend their budgets
Global Recruiting Trends Report | 16Global Recruiting Trends Report | 16
Compared to last year, more
recruiting budgets will stay flatFewer recruiting teams will be enjoying bigger budgets this year -- in fact, one out of two teams will have to
deal with a flat budget. This is yet another reason to think about investing your team’s time in initiatives and
tools which will bring you scale and allow for automation of time-consuming tasks.
How do you expect your organization’s budget to change over the next year?
44%
2012 2013 2014 2015 2016
Stay the same Increase
42%
37%
30%31%
52%
47%47%
44%
41%
Global Recruiting Trends Report | 17
The percentage of leaders globally who say
their budgets will increase in 2017
26% Canada
33% U.S.
29% Brazil
45% South Africa
54% Southeast Asia
63% India
46% China
41% Germany
31% UK
24% France
30% Netherlands
Global Recruiting Trends Report | 18Global Recruiting Trends Report | 18
Most teams invest their budgets in
job postings and staffing agenciesDespite recruiters sharing that employee referrals are the top source of quality hires, very little budget gets
allocated to referral programs. Same with employer branding – described as one of the most important trends,
it is one the last places where teams invest. The bulk of the team’s budget goes to more traditional tactics like
posting jobs and staffing agencies.
What is the current breakdown of your recruiting budget?
41%
30%
22%17%
9%
8%
8%
8%
Job boards/advertising
Recruitment agency costs
Recruiting Tools
(e.g. sourcing, screening, ATS, CRM)
Employee referral program
Recruiting events
Employer branding
Other
Global Recruiting Trends Report | 19Global Recruiting Trends Report | 19
If money weren’t a constraint, talent
leaders would invest in branding and toolsGiven the opportunity, most leaders would prioritize investing in long-term strategic plays like branding, tools, candidate experience,
and upskilling their teams, instead of some of the short-term needs that they currently resource. Below is a great list of big bets you
can explore in 2017.
If you had unlimited budget, where would you invest?
Employer branding
53%
New technology
39%
Better sourcing
tools
38%
Candidate
experience
30%
Training for
recruiters
29%
Global Recruiting Trends Report | 20Global Recruiting Trends Report | 20
The impact of
employer branding
Global Recruiting Trends Report | 21Global Recruiting Trends Report | 21
While leaders under-invest in
employer branding, they do
appreciate its impactMost teams spend only a small portion of their budgets on employer branding. Yet, the stat below
shows that leaders overwhelmingly believe in its importance. One reason for this paradox is that
employer branding ROI is hard to measure and most teams cannot show a direct correlation
between a stronger candidate pipeline and their branding efforts.
of talent leaders agree
that employer brand has a
significant impact on their
ability to hire great talent80%
Global Recruiting Trends Report | 22Global Recruiting Trends Report | 22
Partnering with marketing is
the key to employer brandingAs many recruiting teams are struggling with resourcing employer branding, they look to their
marketing partners for support. This usually includes joint ownership of social media channels and
asset production, and is more typical for larger companies. This partnership also accounts for the
reason why many companies have up to five people managing their employer brand.
Who manages your company’s employer brand?
How many people manage
your employer brand?
No one
Someone part time
1-5
More than 5
9%
13%
52%
19%
36% Recruiting collaborates with marketing/comms
30% Recruiting is primarily responsible
20% Recruiting has little or no involvement
10% Company doesn’t do employer branding
Global Recruiting Trends Report | 23Global Recruiting Trends Report | 23
Company culture messaging
is effective at grabbing
candidates’ attentionBoth candidates and recruiters are on the same page company culture is crucial when it comes to
standing out from other employers. However, aside from culture, candidates are more interested in
hearing about the company’s long-term vision and fun perks over its reputation.
What do you think attracts candidates
to your company?
Recruiters:
1
2
3
*Source: LinkedIn Talent Trends 2016 Report
Company culture
Company reputation
Challenging work
What information would be helpful when
considering a potential employer?*
Candidates:
1
2
3
Culture and values
Perks and benefits
Mission and vision
Global Recruiting Trends Report | 24Global Recruiting Trends Report | 24
However, if you want candidates
to accept your job offer, focus on
career growthEmployer branding should not focus only on company culture and perks. When candidates have to give
their final answer on a job offer, the deciding factor for them is how your company would impact their career
advancement and how stimulating the job will be (both financially and intellectually). This is a great reminder
that your employer branding messaging should vary, depending on the priorities of your audience.
*Source: LinkedIn Talent Trends 2016 Report
What swayed you to accept your current company’s job offer?*
Better compensation/
benefits
45%
Opportunities for
career advancement
44%
Challenging work
44%
Global Recruiting Trends Report | 25
The company’s website and social
media are top ways to promote
and measure your brandMost teams generate awareness by relying on their website and LinkedIn. Measuring the effectiveness
of their efforts is more challenging, and that’s where aside from web and social metrics, teams get more
creative by looking at internal survey data and best employer awards.
What are the best channels for you to build an
employer brand?
Global Recruiting Trends Report | 25
61%My company’s career site
Third-party website or job board
Campus recruiting
55%
40%
35%
31%
What are the top ways you measure your
employer brand?
36%Traffic to my company’s career website
Survey on current employee perceptions
Social media engagement
Top employer rank lists
Number of social media followers
34%
32%
28%
25%
Global Recruiting Trends Report | 26Global Recruiting Trends Report | 26
Looking ahead:
Recruiting in 2020
Global Recruiting Trends Report | 27Global Recruiting Trends Report | 27
Diversity, automation, and focus on
mission are key trends for the futureGiven that recruiters report limited headcount and budget, while hiring demands are growing, it makes sense that automation is
top of mind for the industry. Automation would increase the speed of screening candidates, minimize human bias, and help assess
soft skills more precisely. Many companies are also interested in diversity and purpose initiatives as a way to differentiate from
competitors and boost engagement. Large companies are driving the focus on big data, listing it as their #1 trend.
What are the top trends that will shape the recruiting industry in the next few years?
Recruiting more
diverse candidates
53%Soft skills
assessments
35%Innovative
interviewing tools
34%Company mission as
a differentiator
33%Using big data
29%
Global Recruiting Trends Report | 28Global Recruiting Trends Report | 28
Next stepsDig deeper into the topics uncovered by this report and learn more about LinkedIn:
1
2
3
Find out more about the candidates’ perspective:
Talent Trends 2016 Report: Data on How Candidates Want to be Recruited
See what it takes to engage the candidate end-to-end:
Modern Recruiter’s Guide: The Candidate’s Journey on LinkedIn
Learn how to build and promote your employer brand:
The Employer Branding Playbook
Global Recruiting Trends Report | 29
Survey methodologyWe surveyed 3,973 talent acquisition decision makers who work in a corporate HR department, are at the manager level or higher
and have some authority in their company’s recruitment solutions budget. These survey respondents are LinkedIn members who were
selected based on information in their LinkedIn profile and contacted via email.
We also compared historical Global Recruiting Trends research taken from 2012 – 2015, which had similar sampling criteria and
methodology: in previous waves we surveyed 1-2K corporate talent acquisition decision makers who are at the manager level or higher.
Company size:
Global Recruiting Trends Report | 29
Industry:
Seniority:
39%
27%
34%
Small
200 or fewer employees
Medium
201-1000 employees
Large
>1000 employees
64%17%
11%
9% Manager
Director
Partner/Owner
VP/CXO
25% Professional Services
13% Technology
11% Retail and Consumer Products
7% Architecture and Engineering
7% Financial Services and Insurance
7% Government / Education / Nonprofit
7% Manufacturing / Industrial
7% Healthcare and Pharmaceutical
6% Aero / Auto / Transport
3% Oil and Energy
Global Recruiting Trends Report | 30
Geographical distribution of the
survey sample
UK 299
Nordics 112
Belgium 72 Netherlands 147
France 283 Germany 124
Spain 149 Italy 153
MENA 170India 351
South East Asia 412
Australia 159
South Africa 104
Brazil 331
Mexico 126
US 377
Canada 326
China 278
Global Recruiting Trends Report | 31Global Recruiting Trends Report | 31
About LinkedIn Talent SolutionsAttract, engage, and recruit the best talent using the world’s largest professional network.
LinkedIn Talent Solutions helps you source talent, post jobs, build your employer brand and
create a stellar referral program.
Read our blog
Connect with us on LinkedIn
Follow us on Facebook
Follow us on Twitter
See our videos on YouTube
Check out our SlideShare
Visit our website
Global Recruiting Trends Report | 32Global Recruiting Trends Report | 32
Authors
Research Editorial
Allison Schnidman
Senior Market Research Manager
Lorraine Hester
Market Research Manager
Maria Ignatova
Global Content Marketing Lead
Lydia Abbot
Associate Content Marketing Manager
Peer Pluntke
Research AssociateThanks to Esther Cruz and Andrew Freed.